What is a recognition moment and when does it merit a reward?

Many of our clients have built rewards into their recognition programs. While rewards aren’t strictly necessary, too much of the same kind of recognition – however genuine it feels – can fade in power over time. Peer-to-peer eCards can be personalized to reflect the culture of the company, can be fun to write and send and do a lot to ensure employees feel seen and appreciated without a big hit to the budget. But either employee-led or manager-led rewards – even in small amounts – can add that extra impact after an above and beyond action. 

While this variety is healthy and promotes a culture of recognition, we then put managers in the position of deciding what is “good” and worth a shout out, and what is “great” and worth some reward. This is a guide to help you more easily decide how to evaluate recognition.

Non-monetary recognition has a place

First of all, a word for non-monetary recognition. It matters. Every good deed doesn’t need a payout. It is important to use stories that tie employees' efforts to the difference that they make as the base for your recognition – in fact, our research found that more than a third of employees were looking for more verbal praise from their organization. Managers shouldn’t always jump to a reward, but start by telling the story at the start of a meeting or in formal, online recognition.

Need some help coming up with non-monetary reward ideas for your employees? Check out this list!

Guidance for deciding which level might work

Non-monetary recognition works especially well when an employee is setting the standard for others – doing their job, but doing it in a way that new or struggling employees can learn from.

• Taking time to communicate updates despite a busy day
• Using procedures that are important, but sometimes overlooked
• Being a supportive when you or a customer are struggling and especially appreciate their professionalism and skill

Reward is an effective addition when an employee is going above and beyond the norm – making an extra effort or having an added impact.

• Taking initiative to prevent a problem from happening when others may not have noticed
• Appropriately re-prioritizing their day to focus on the customer or business goals that are most important to the business
• Fixing problems in ways so they will not re-occur

Reward levels can help make reward decisions easier for managers. While some of our clients have one consistent value for most day-to-day rewards - $5 or $10. Our clients also love to give managers some flexibility to use their budget differently based on the circumstances.

• $5 reward – Does the effort make you want to buy the employee a coffee? That fits well with this level
• $10 reward – Think of this as buying the employee breakfast. A bit more than just a coffee, so they know their efforts are seen and acknowledged.
• $25 reward – This would be akin to buying the employee lunch. If your level of gratitude fits this level, you are letting them know it really stood out.

Variety is key

Organizations will find their culture of recognition is strengthened when recognition is simple and easy for everyone to provide, from a quick eCard written strategically to a reward that can be given without a trip to the store or an expense report. In the end, recognition should be flexible to fit the circumstance, but also have enough structure that it feels fair.

Ready to add rewards but unsure what to offer? We have you covered here, too.

Learn more about how Reward Gateway | Edenred can help you create a culture of recognition in your organization and make your corner of the world a better place to work.